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Why does hiring go wrong so often ?
Challenges in hiring senior executives and structuring various processes to reduce risk of hiring a misfit for the organization
Why do some executives leave and some stay ?
Competencies like flexibility, cross cultural sensitivity etc.
How can these pitfalls be avoided?
Following a systematic process aligned with overall strategy
Which systematic process ?
Problem definition-Work done before looking for a candidate Doing the homework-Practices that make evaluation more insightful, reliable and successful
DOING THE HOMEWORK Generating candidate group. evaluating and recruiting the right person High leverage sourcing Focus on quality instead of quantity Leverage industry and business networks Knowledgeable people in industry. B-school professors Adopting boundaryless mind-set Avoid “reactive” and “Just-like-me” traps Follow unconventional searches .
Accepting People at Face Value: Readily believing answers to interview questions and informations on their resumes 5. Unrealistic Specification: Contradicting job descriptions like “forceful leader and a team player” or “ high-energy „doer‟ and thoughtful analyst” 3. Reactive Approach: Focus on familiar personality and competencies of the predecessor rather than on job‟s requirements 2. Believing References: Trusting the judgement of references even when they don‟t know if that person is credible . Evaluating People in Absolute terms: Taking as facts of answers to Absolute questions rather than simple opinions 4.TEN DEADLY TRAPS 1.